Written by: Elizabeth Capece. How many times have you picked up a book, started reading it and the title seems to have nothing to do with the contents of the book, but by the end of the book it all makes sense? I’m sure this has happened to most of us. The old saying, “don’t judge a book by it’s cover,” still prevails. Many times we take the same approach when it comes to contract negotiations for a Human Capital Management (HCM) technology project engagement. However, eventually the verbiage comes together and provides a solid foundation, clear expectations, and structure to any HCM project.

Written by: Erica Niesse. successful workforce management system implementation is built on the premise that you know your organization’s requirements from a business process, procedure and policy perspective. In the beginning of a typical implementation, a Business Analyst or Implementation Consultant will work with you to gather your company’s requirements and ask questions to gain a better understanding of your organization. You may be asked questions that you are unsure of the answer, or you may need to discuss with others to ensure you are answering accurately and comprehensively.

Written by: John Hinojos. have written many blogs about ways to manage a global team.  One of the areas which is oftentimes overlooked when managing teams, either global or domestic, is the difference in culture – both business and personal, that each person brings to the team. For example, I live in the United States and in California.  Therefore, I will bring a certain approach to the team and project that is indicative to those living in the USA and California.  Both of these cultures have also imprinted on my business ethics. have another example.  Process is steep and symmetrical. 

Written by: Steve Glaser. Documentation is defined as the language that accompanies a product, often outlining its development, design, and technical language in clear, definitive terms. Whether you are working on building a business or home-based projects, documentation is critically important. When documentation isn’t handled properly, or even worse – doesn’t exist, problems will arise, especially if you are a new system administrator or new end user. Many times the original project Stakeholders are no longer involved, or there was change over with the original project team. 

Look beyond the giveaways and trinkets to opportunities for vendor education, thought leadership and efficiency in the buying process. Written by: Samantha Colby. know what you are thinking – the Vendor Hall is the area within the conference venue that I’ll visit for receptions (hello, free cocktails and hors d’oeuvres!), walk through to grab the coolest tchotchkes I see, and enter to win prizes. All vendors are hoping to engage with as many attendees as possible, so be open to conversation, and stop by their booths to ask these new vendors what it is they provide. About Samantha Colby.

Written by: Jacqueline Kuhn. The USA Today reported that a recent SHRM Survey indicated the Average Time to Fill a job is 42 days according to their Human Capital Benchmark Report. work with many clients who look to improve their processes for finding candidates.  Almost all of them would love to have an average time to fill that is LT 50 days.  I really wonder what was used as the determining factor of when a job was “filled”    I have tried to find this determining factor, but alas was not able to. That is a lot to get done in 42 days! appeared first on HRchitect.

How to Work Smarter, Not Harder During Your Software Selection Process. Written by: Samantha Colby. You’re new to a position/company, and in your assessment of your organization’s HR landscape, you realize that you have some outdated technology. Maybe it’s an on-premise system, or an Applicant Tracking System (ATS) that doesn’t present the best possible candidate experience, or a scheduling system that isn’t optimized for your HR team to use efficiently. You need to make your technology work better.  regarding whatever solution they’d like to sell you.

Written by: Russ Belue. Human Capital Management (HCM) systems are critical for an organization to be able to manage employee data, and many organizations opt to use multiple integrated systems. With the ever changing technology, functionality of systems, and new HCM companies popping up, businesses have many options at their fingertips. There are many reasons why a company may want to implement a new HCM.  In order to have a successful implementation, there are things you need to think about: 1. Planning. This is perhaps the most important step. Set realistic expectations.

Written by: Chris Henien. Companies often asking themselves, “What more can we do for our employees?” Many times they overlook the use of Mobile Applications that have been on the rise for quite some time now, and employees are beginning to expect mobile access in all facets of their lives. Apps are widely considered as a practical way to log into Facebook, shop on Amazon, and stream a movie on Netflix – but what about submitting a timesheet or requesting time off?  Timesheets. Benefits. Work Scheduling. Workforce planning and allocation is an ever increasing requirement in the workplace.

Written by: John A. Hinojos. The ride, It’s a Small World, in the Disney parks focuses on the various regions, people, and cultures of the world, as a boat effortlessly glides by the various settings.  At the finale of the ride, you enter into this huge room with animated dolls, representing the cultures of the world, all singing in harmony, in English, and all working in union.  With the globalization of the economy and the proliferation of regional trading partners, the prospect of having a global team can now challenge even companies under 250 employees. Understanding Everyone’s Roots.

Written by: Ray Eaton. recent survey identified that the Millennial generation has just surpassed the Baby Boomers as the largest group in the workforce today. Therefore, it will become increasingly important to structure training to accommodate this newer generation of learner. Tools for training. Let’s discuss tools that can be provided to keep Millennial learners engaged and moving towards the common goal of knowledge transfer. Social Media. Use of social media tools have become one of the most widely used technologies by Millennials. Course Ratings. Mobile Access. Coaching and mentoring.

Written by: Elizabeth Capece. One usually thinks that creative-based jobs are strictly bound to positions like web developers, marketing specialists, or journalists; however, the combination of rapidly changing technology and an influx of millennials competing for the best possible job opportunities have begun to change the way we recruit for creative openings.  The key to successful recruiting is to attract the newer job applicant and make a traditional job requisition for creative positions.  The challenge is how to create an environment which will attract the correct candidate for the job.

Written by: Andrew Schweihs. Values have been a part of my life for as long as I can remember.  My parents instilled them in me from a young age. As a youth, I was involved in the Boy Scouts and YMCA, organizations with values at the core of their foundations. As I have developed my professional career, values have been a part of all the organizations I have worked.  In some cases, these values were just words on the wall or corporate jargon nobody paid attention.  core set of values is crucial to the success of a Human Capital Management (HCM) system implementation.  Open Communication. Speed.

Written by: Erica Niesse. Success! By now your organization has completed the Requirements gathering and Configuration stages of your Human Capital Management Systems (HCM) Implementation.  Now is the time to start thinking about User Adoption and how you can get your employees to love this product as much as you do. Often times in an implementation, the end user is not brought in until configuration is complete, and it is time to begin training. You will need to make sure that the end user understands and supports the new product in this crucial stage.   Customize Training Material.

Written by: Matt Lafata. Why Use a Strategic Consulting Firm For Your Implementation? The HRchitect Approach to Successful HCM Implementations. We get this question a lot, as doesn’t the HCM technology vendor know their application better? Did you know that HRchitect, as a certified implementation partner, completes a rigorous training certification that may not necessarily be required by internal vendor resources? Additionally – we are strategic consultants, not just implementers, and yes, there is a HUGE difference. major advantage of using HRchitect is because we are NOT the software vendor.

Written by: Julia Hatton. By now, everyone has heard about how important it is to create a positive candidate experience.  So why are so many companies still not doing it? Perhaps we don’t know where to begin.  Let’s be honest, it can be overwhelming when you consider everything involved.  But it doesn’t have to be difficult and the payoff is worth it. Start by walking through your current process from the candidate’s perspective.  Then use these five actionable tips to improve it. Treat candidates like valued customers. Satisfied customers are also great word-of-mouth advertisements. 

Harness Time, Teamwork, and Technology to Successfully Follow the Sun. Written by: Bill Buttimer. If you’ve participated on a global project team, you’ve likely had a few difficult experiences.  If you’ve managed a global project team, you understand why it’s so difficult to do well.  Challenges inevitably arise from multiple languages, cultures, time zones, and technologies.  Unfortunately, in our global economy, it is only going to happen more often.  So finding ways to effectively deal with these challenges is the only option (besides retiring.). Then there are the cultural differences. 

Written by: Reggie Wilson. The title rings true for just about all aspects of life, and certainly in the business world.  I have had the opportunity to witness a significant evolution in two high profile corporate functions that have always been “joined at the hip”………….sales sales and purchasing. The selling process has dramatically changed from even a decade ago with the emergence and wide adoption of the Challenger Model, a greater focus on relationship selling.   Purchasing experienced a significant retooling in the mid 1990’s by way of the 7 Step Strategic Sourcing Process. 

Written by: Cheryl Tyson. As a member of the leading Human Capital Management (HCM) consulting firm, HRchitect, I find the field of consulting to be a fascinating one.  Organizations hire consultants generally because they have a problem that they would like help with and don’t have the necessary expertise internally. Our clients see us as experts and as professionals who can efficiently and objectively assist them.  HRchitect consultants have many years of combined experience and we use our knowledge to do the helping required. This in turn benefits the clients of HRchitect.

Written by: Eric Frokjer. With today’s technology, the possibilities in user interface (UI) design are virtually limitless. We have High Definition on our laptops, tablets and phone, and manufacturers continue to add quicker processors. When it comes to your company’s benefits portal, let’s save the “blowing up of phones” for the war game applications and Keep it Simple. Simple, in the context of a company’s benefits portal, does not necessarily mean lacking in benefits. Rather, it points to best practices in design configuration that truly optimizes the User Experience (UX) for your employees.

Written by: Bill Buttimer. Technographic Segmentation is a Better Way to Plan Change. There are many excellent models for the Change Management process, and most can be boiled down to these steps: Know why a change is needed. Clarify leadership. Have a good plan. Carry out the plan. Adjust. Also, there are lots of great guiding principles in how to do it effectively. They look something like this: Understand human behavior and culture. Gain leadership support. Engage ownership at all levels. Convey a vision. Be transparent about the process. Target communications. Gather feedback. Family.

Written by: May Huffer. Imagine, you’re sitting at your desk, when you receive a LinkedIn message from a recruiter with an “exciting new job opportunity”. You’ve been in your job with your current company for quite some time and enjoy what you do, but are looking for a little more challenge. A few weeks back, you had sent out a couple inquiries to potential new employers and it looks like you’re already on your way to a new job! According to the Bureau of Labor Statistics , the unemployment rate in the United States decreased in 2015 versus 2014.

Written by: Kerry Hall. You’ve invested a ton of time and money in your shiny, new Talent Acquisition System. Countless hours of planning, testing, and executing have been spent to deliver the perfect solution for your talent organization. You have crossed the bridge into a Post Go Live status – now what? The work doesn’t stop here – your journey with the new system is just beginning! Here are a few tips to ensure your journey beyond Go Live is successful: Create a support process and plan. Don’t under-estimate the value of having a support process and plan in place. You deserve it!

Written by: Warren Phillips. randing your Talent / Learning Management System should be more than just adding a logo and being true to corporate colors. When users access your system, it is an ideal opportunity to reinforce your company values, generate interest and create a welcoming, pleasant place to collaborate and learn. By optimizing the brand experience of your customer, you greatly increase the odds that your system will be utilized to its fullest. good name establishes a memorable brand. And add a Tag Line! Consider what your system offers such as collaboration and social learning.

Written by: John A. Hinojos. Most of us have some type of smoke or CO 2 device in our homes which will alert us if situations have changed and we have a pending disaster. To keep these devices working correctly, it is advised that you replace the batteries twice a year. Most people will pick either key events in the year or the beginning of two seasons. Like these alarms, your HCM technology also periodically needs to have “its batteries changed” by reviewing, to make sure everything is still current. Here are some steps to follow to achieve this Tune-Up. Keep Up to Date on Legal Changes.

Written by: Ray Eaton. 2015 was a good year for Talent Management as the shift has moved forward with better alignment of Learning, Development and Performance Management, making systems more talent focused. For years, there were discussions about the usage of learning as a way to move people forward with their development in the work environment. This merge of functionality has driven more self-sufficiency by employees and managers, providing greater control of their career development. People don’t have time to read and efficiency is key. More frequent Performance cycles and feedback.

Leading hospitality technology companies announce multiphase partnership to integrate complementary applications into one platform. AUSTIN, TX and CHARLESTON, SC – Feb. 8, 2016 – HotSchedules ® and PeopleMatter today announced a multiphase partnership to create the restaurant industry’s top workforce management platform. The first phase, a referral partnership, will bring HotSchedules’ all-in-one scheduling application and the PeopleMatter HIRE™ solution to customers. This is a case where two companies are collaborating to build a platform that represents the sum of our strengths.

Written by: Samantha Colby. When you hear the word social, what comes to your mind? For some it is the character trait that conjures up an image of a person who may be a social butterfly. Others may recall the word in the form of a noun and reflect on the last networking event attended and connections forged as a result. I’m a marketer. Naturally, the first definition of social that comes to my mind is social media. Today the term “social” has many facets which span a wide range of business units. Human Resources departments are no exception. That is where HRchitect comes in.

Written by: Brandie Hurtado. Over the last four years, I have seen many shifts in the HCM marketplace and in HR technology trends.   I’ve noticed one constant – almost every organization who opts to handle selection or implementation of HCM technology in-house, ends up regretting it later. In fact, about 75% of my client base now consists of organizations that initially opted to handle their system selection or implementation in-house and have since come back to HRchitect for help in bailing them out of a tough situation. How can it be fixed?

Written by: Erica Niesse. Now that you’ve made your personal resolutions for this year, it is time for your company to make Workforce Management technology resolutions. Is your current solution meeting your company’s needs? If unsure, ask yourself these questions: Is your time tracking system behind the times or are you still manually entering your employees time on paper? Are you spending hours or days each week consolidating spreadsheets or validating employee’s time entry and pay? suggest to start exploring your Workforce Management options. How many people are within this group?

Written by: Elizabeth Capece. “Be open to learning new lessons, even if they contradict. the lessons you learned yesterday.” ”                                                                             -Ellen DeGeneres. January is home to a few noteworthy Holidays like New Year’s Day, and it is also home to some not so recognized holidays such as National Oatmeal Month and Houseplant Appreciation Day. However, most of us can agree that one special person who encourages us to be kind to one another celebrates their birthday in January. Why is that? Happy Birthday Ellen!

Written by: Scott McGrail. Every project requires that there be a high level of understanding present regarding stakeholders. Seems simple enough; who sponsored the project? Who is on the project team? True enough, but are there other people in the organization undergoing the change that are impacted or at least perceive that they are impacted by the undertaking? All individuals should be taken into consideration and evaluated. This process is initiated with stakeholder identification, where a breakdown of the stakeholders is assembled and further information gathering is completed. Opponents?

Written by: Jacqueline Kuhn. It is that time of year when we make our New Year’s resolutions with the hope that we have made improvements in the process. Most of us make some personal ones, some of us professional resolutions, but very few make them specifically for the Human Capital Management (HCM) systems we use. Most people fail in their resolutions because they are too difficult to achieve, or the goal is too vague that putting it into action is hard to execute. There is nothing more time stealing than a manual process. The easiest ones to implement are around pay, time off or recruiting.

Written by: Matt Lafata. take a lot of pride in what we do at HRchitect. Day in and day out, we make a difference in some of the world’s leading organizations by helping them with their HCM technology. Ultimately, this has a positive impact on each and every person who is at those organizations today, and those who will be in the future. An impact of that magnitude is truly incredible and is something that we are extremely proud of. After more than 18 years helping thousands of long-term and new clients, HRchitect has developed an enviable thought leadership position in the HCM space. Brands?

Written by: Bill Buttimer. Stop mapping the current state HR processes and focus on the future. recently attended a session at an industry conference to learn about creating an HR technology strategy. Much of the advice resonated with my own experiences in helping clients through the difficult process of building a business case and then defining a better future state. However, there was one bit of advice that I strongly disagreed with. It was the assertion that a team should spend at least a month mapping out current-state HR processes in detail. Because that’s exactly what happened.)

Written by: John A. Hinojos. We are all familiar with the original game of Monopoly, or maybe the various country, state or movie versions. It has been around for over 100 years, and is played by millions. The game teaches valuable lessons in planning and strategy, as each player tries to obtain various associated properties and create monopolies. Most of us would not play Monopoly without a plan or strategy. So, why do we think that it is OK to approach technology for Human Resources without the necessary planning and thought? This process requires a lot of planning and research.

Written by: Julia Hatton. Establishing a support model for your new Human Capital Management (HCM)  system that ensures quick assistance to your end users and minimal disruption is a key part of an implementation project’s overall success. In my prior post, A Successful Support Model – Part 1: A Phased Approach , I suggested thinking of support in terms of initial and ongoing. Now let’s explore the meat and potatoes of your support model by covering what it should include and some examples of successful support methods. Designing Your Support Model. be stored?

Written by: Julia Hatton. When implementing a new talent acquisition system, or any HR technology, as part of your planning, you’ll need to establish a support model. User adoption is key to the project’s overall success, so defining a clear method for users to obtain assistance, report issues, and suggest improvements will help their experience be a more positive one. When creating your support model, it helps to think of it in terms of two phases: Initial Support and Ongoing Support. Initial Support. You need to provide a way for them to get quick assistance and minimize frustrations.

HRchitect, the leading HCM systems consulting firm, knows your Taleo system better than anybody and is considered the “go-to” firm for all things Taleo. To that end, there are several changes coming to your Oracle Taleo system that we’d like to make sure that you are aware of and help you with, so that you can avoid any interruption in the usage of your Taleo system. Do you use custom reports? If so, your custom reports need to be migrated to Oracle’s new reporting tool, Oracle Business Intelligence. Do you use Onboarding? Atlantis Casino Resort and Spa. Autodesk.

Written by: Ray Eaton. One of the major challenges facing companies today is when the software being utilized for Talent Management doesn’t have the ability, or is not properly aligned to keep up with the business model and workflows for successfully managing talent. As employee retention is gathering more and more attention from Human Resource and Executive sponsors, systems that allow the user to grow with the Company are gaining more attention. In a recent survey and article produced by the Brandon Hall Group , detailed information was discussed about this very same pain point.

New video featuring: Bill Buttimer and Jacqueline Kuhn. The annual HR Technology Conference is considered a must-attend event for those who are interested in keeping up with the latest trends, technologies and industry standards in the ever-evolving Human Capital Management (HCM) technology world. HRchitect has recently released a new video in relation to the conference : HRchitect Insights: HR Tech 2015. The HRchitect team discusses: What was new and different at the 2015 conference? What technology was not necessarily new, but was improved? Overview of the conference General Session.

This past July marked 55 years since the release of “To Kill a Mockingbird”. The editorial team at Lippincott warned Author, Harper Lee, that she would probably sell only several thousand copies, however, that could not have been further from the truth. “To Kill a Mockingbird” covers many themes and touches on many subjects and it is one of the most prolific literary works of our time. This quote in particular says a lot, and by taking a closer look at it, we can learn a lot professionally. We tend to go through life pretty quickly, and in a routine. The simple answer is no. That answer is yes.

Written by: Samantha Colby. Like many of you, I’ve spent the last few days at the office following up on connections made while attending the 18th annual HR Technology Conference and Exposition. This year’s conference had over 4,000 attendees and upwards of 340 vendors present in the expo hall. Whether you were a first time attendee like myself, or an 18 year conference veteran, this year’s HR Tech Conference was one for the record books. Between the Vegas glitz, the glamorous booths and unforgettable giveaways, the Expo Hall alone was an eye-opening perspective into the world of HR technology.

Written by: May Huffer. At some point in time, many of you, if not all of you, have had to deal  with integrating one HR system with another. As much as it would be nice to buy a bottle of gorilla glue for a quick fix, the odds are good that this approach will cost more time and money in the long run, unless it is done properly. Integrating HR systems is not only vital to the success of the platform itself, it’s an essential business requirement beyond just being a technical issue. End User Experience : It’s much easier to remember one username and password instead of multiple logins.

With five generation types active in today’s workforce, HR professionals are facing training challenges like never before. Let the HRchitect professionals guide you through the training challenges that exist with today’s diverse audiences. In this short video HRchitect President & CEO, Matt Lafata , and Senior HCM Implementation Consultant, Ray Eaton, examine how to best handle these training challenges and answer these four questions: What is the profile of today’s learner? What challenges are present when training needs to account for each generation?

Written by: Erica Niesse. The world of Workforce Management helps companies save money and mitigate risk. Time and Attendance rules and regulations are always changing, which makes it a challenge for businesses to manage on an everyday basis. Here are five ways that a Workforce Management (WFM) solution can help you save time, money and be compliant. 1. Complying with Federal and State Laws. With a Workforce Management Solution, companies are able to adhere to Federal and State laws, which helps them minimize liability and decrease the potential for litigation. Forecasting and Scheduling.

Written by: Elisabeth Jordan. Whether looking at implementing a new talent acquisition system or upgrading the one you already have, it’s important to strike a balance between making sure you’re getting the information you need, without scaring off the very people you want to use the system. There are several areas where it’s really easy to over-design, creating a negative impact on your users, but the two most common are the requisition form and the application for your candidates. Requisition. Application. The second sand trap can be the application. The post Too Much Information?

Written by: Reggie Wilson. When the term “pipeline” is referenced in business practices today, most assumptions will center on activities in the sales and business development realm. The sales pipeline is widely regarded as the lifeblood of any growing enterprise and, as a result, the emergence of Customer Relationship Management (CRM) software has exploded. The days of tracking sales opportunities on legal pads and spreadsheets have given way to the concept of funnel management, a byproduct of CRM software.

Written by: Jacqueline Kuhn. #10 – Choose the right team members for your project. Each process owner should have a representative for their process that understands the future state. They need to be accepting of change and be able to embrace doing things differently. Keep in mind that the people who know how the process works today may NOT be your best team member. Resistors to change, who will be key for implementation and adoption, can be involved, but not at the expense of the project as a whole. #9 – Know what you need to be great at and when “good enough” is good enough.

In the world of HCM Technology, change is the only constant. One change that may throw you for a loop is when you receive notification that your technology vendor is sunsetting or changing your HCM technology. While you likely aren’t jumping for joy about this, you don’t have to panic either. Let the HRchitect professionals guide you so you know, “What to do if a Vendor is Sunsetting Your Technology”. How can you anticipate product changes in terms of growth or lack thereof? How can you plan for these changes or sunsetting of your technology?

By Elissa Montoya. For weeks, I have been searching for my next blog topic to no avail. For some reason, even with all the exciting stuff happening in HCM these days, I was coming up with a total blank. I put in a Google query “HCM news” All the top results were related to Ho Chi Minh City. Then suddenly I realized, I had something to say after all! have been involved in many global implementations of Applicant Tracking Systems. Some have been “Big Bang,” in which all regions go live at once, while others have been regionally phased implementations. You were U.S. based.

Written by: Michael Sischo. Data conversion is never easy. It can be a nightmare for any organization going through an implementation of a new HRIS and payroll system; however, with some preparation and analysis, this process can become a bit easier. There are some processes that can be followed to ensure reduction in errors and bad data loads. The old adage of “garbage in, garbage out” is mentioned a lot during implementations. Unfortunately, not many people spend the time to clean up their data before data conversion. This task can be a daunting and difficult to complete. Here are a few tips.

Written by: Michael Connolly. The most important part of implementing an HR system is pre-planning, which also includes documentation. Pre-planning not only includes the authorization of the implementation, but also planning at each stage and decision point during the implementation. First, it is important to ensure you have executive buy-in. Next, you need to validate user involvement, have a clear business need and requirements, defined and available resources, and any other back-up documentation. Seems like common sense, right? So how do companies combat the obstacles to pre-planning?

Frisco, TX – September 21, 2015 – HRchitect, the leading provider of HCM systems strategic consulting services, has announced today that the company will once again be exhibiting at the HR Technology Conference in Las Vegas, Nevada next month. The HR Technology Conference is one of the largest Human Capital Management (HCM) industry trade shows,Read More » The post HRchitect Announces Participation in 18th Annual HR Technology Conference appeared first on HRchitect.

Written by: Jonathan Lacroix Over the years, I’ve had many discussions with clients thinking that it’s time to change their current Talent Acquisition System (TAS). But why? Often times, they believe another vendor’s system has better features that they could leverage within their process. This is very likely one of the main reasons, but is.Read More » The post Is it time to change your Talent Acquisition System? appeared first on HRchitect.

Written By: Bill Buttimer, HRchitect These tools are worth the effort to set them up! Of course some investment is required. Successful technology solutions need to be evaluated, acquired, socialized, taught, supported, and governed. The good news is that these steps are now much easier to do. There are many SaaS-based solutions that are easy.Read More » The post Using Online Team Collaboration Tools for HR Technology Projects appeared first on HRchitect.

By Warren Phillips, HRchitect As part of the setup of a Talent / Learning Management system, the user profile will contain an email field. If you are loading test users and you must populate the email or just want to, what domain should you use? Have you Ever? When you need to refer to a.Read More » The post Implementing a Talent / Learning Management System – Selecting a Testing Email appeared first on HRchitect. Tech Trends email HCM HRchitect HRIS Learning Management System LMS Talent Management System TMS Warren Phillips

Written by:  John A. Hinojos With the changes in technology and the world’s economics, HR technology selections and implementations are relying more and more on teams from various parts of the world. Dealing with Global Teams can be challenging. There are multiple areas where a global team can go off track during the process of.Read More » The post Understanding Global Cultures – Keeping Square Pegs Out of Round Holes appeared first on HRchitect. Tech Trends eiffel tower culture family culture global team guided missile culture Hampden-Turner HCM HRchitect HRIS incubator culture John A.

Written by:  Scott McGrail For a change to be successfully carried out, we know that there needs to be a concise and consistent level of communication. This was highlighted in A “Quick Start Guide” to Change Communication by HRchitect’s Bill Buttimer. Expanding on this; it is important to focus on the surrounding pieces of the.Read More » The post Change Success Factors and Their Role in Change Management appeared first on HRchitect.

Written by:  Jonathan Lacroix Choosing the correct Talent Acquisition system can be challenging, especially for small and mid-sized companies. It often is going from a paper process with spreadsheets, to the cloud using a SaaS vendor. When asked why they chose this particular vendor, the room usually goes quiet, or maybe one of the team.Read More » The post Picking the right Talent Acquisition System for your organization appeared first on HRchitect.

Written by:  Julia Hatton With all the resources invested in an HR software implementation project, it is imperative to develop a solid strategy for managing change. The most successful implementations include a well-developed change management plan to drive the organization towards awareness, acceptance, and adoption of your future state. HRchitect’s Change Framework promotes six change.Read More » The post Change Management: A Failure to Plan is Planning to Fail appeared first on HRchitect.

By Cheryl Tyson I have found the Open Source movement compelling for many years now, and have watched open source software grow and become a movement with a life of its own. In particular, I found it very interesting when Bob Young and Marc Ewing created a highly successful company in the early 90’s called.Read More » The post Understanding Open Organizations appeared first on HRchitect. Tech Trends Bob Young Cheryl Tyson HCM HRchitect Marc Ewing Open Source Red Hat

By Erica (Thorn) Niesse. Last weekend I was explaining to my 16 year old niece what a pager (beeper) was, and how people had to rush to a landline or pay phone to call someone back once a “page” was received. As you can imagine this was hard for my niece to comprehend with the mobile technology we have today. The Millennial Generation (Age 15 to 35) is the first generation to come of age with cable TV, the Internet and cell phones. By 2025, Millennials will make up 75% of the workforce according to the US Census Bureau. With the technology we have today, this can be easily done.

Written by:  Jacqueline Kuhn. A lot of systems in use today have been in place for 15, 20 even 30 years! They are probably being maintained and supported by in-house resources, many of whom may be the original implementers.  They are “getting the job done” in terms of record keeping, paying people properly and tracking for traditional US compliance reporting for EEOC.   These systems may be “supplemented” by one or more point solutions that serve as an Applicant Tracking system, support Performance Management or administer and deliver training programs. Can you project your time off liability? 

By Warren Phillips, HRchitect. Whirlwind – the daily activities of an organization, including other projects and urgent issues that compete for attention and resources. Project – your project, a series of tasks executed within a specified period of time that will achieve a desired end result. In this case, implementing a Talent Management solution. Will your Talent Management Implementation Project experience a slow death as it is suffocated by your “Whirlwind?”. The 4 Disciplines of Execution (4DX) is not theory. You too can apply these disciplines to help your project succeed. In closing….Your

Written by: Ray Eaton. We all have heard the statement, “garbage in – garbage out.” This is especially important when working with data and analytics, and extracting data as databases have become much easier to use. When focusing on analytics and the use of system data, System Administrators must focus on today’s environment, and what the requirements are for tomorrow’s data. Although we don’t possess the proverbial crystal ball to predict tomorrow’s requirements, there are processes in place that can drive the decisions around what data should be captured.

Written by: Bob Campagnoni. Acquiring new talent in your organization requires you to navigate around laws regarding discrimination, confidentiality of candidate information and a fiscal responsibility to your organization through timely hires and adherence to salary expectations. Most of us achieve this by using one of the many vendor provided Recruiting Systems. This system enables the management and users in your organization to adhere to best practices during the selection process when bringing new talent into your organization. Compliance. Data Security. Metrics and Analytics. Salary.

Written by: Bill Buttimer. Do you want people to actually adopt your new technology? Imagine people effectively using the system that you’ve spent so much of your credibility, time, and money implementing. Fortunately, change communication doesn’t need to be an elaborate or painful process. Follow these practical steps to apply what you naturally know about excellent change management. The key steps are: Grab the attention of your target. Explain the benefits to them. Tell (or show) them what to do. Address their top concerns. Keep it simple , but also provide details when needed. What to do?

Written by:  Reggie Wilson. Over 45 years ago there was a wonderful book published that caused quite a stir entitled “The Peter Principle: Why Things Always Go Wrong” by Dr Laurence J. Peter.   The author takes on the subject of Hierarchical Management and the often unseen consequences for employees. The basic premise of the book is that everyone will eventually rise to their level of incompetence if it has not happened already. It is an easy and rather short read with plenty of tongue-in-cheek commentary and anecdotes. Certainly a recommended read if you have not done so already.

Written by:  Michael Sischo. Once the Human Resources Capital Management software has been selected, there are numerous stages the project has to pass through before going live with the software. Depending on the size and duration of the project, it is recommended that a leader from a functional side and a technical side of the organization be selected. The role of these individuals is to plan, organize and assign work, develop a project team, estimate numbers of hours for task completion, track status, manage project funds, and more. Putting together a quality team is essential.

Written by:  John Hinojos. The Global World – English Is Not Always English. Working with a global team requires some special care.  Even with companies who conduct their business in English, there are unique considerations.  While everyone may be using a common language, each word may not mean the same thing.  In some instances, they may have a completely different impact on the operation of business.  Here are some hints for the use of English: If you will be using multiple terms for a singular action, you may want to consider creating a glossary of terms which the full team can reference.

Written by:  John Hinojos. With email, voice mail, Facebook, LinkedIn, Twitter, and all the other digital options, you would not think it is necessary to talk about communication.  However, even with all the latest technology are we effectively communicating with our teams or just sending out sound bites? Effective communication within any project is critical for the project’s success and most effective Project Managers plan and evaluate their communication needs throughout the project.  Here are a few tips to help keep your communications on target. Have a Plan. Always meet. Keep it Simple.

Written by: Norine Castle. Communication and collaboration internally before we go on the road!  Internally discuss, not just mention in passing or stuffing a message into an email. Share the client details, the roles, the expectations AND request feedback. No one knows it all. Collaborate. Success breeds success when it is shared. Cultivate communication. Listen to others. Here is a list to pack for the project trek : Being a “Safe Pair of Hands”. This essentially means that you will do exactly what you said you were going to do, when you said you were going to do it. Having Resourcefulness.

Written by:  Elizabeth Capece. This time of year is full of excitement. School is ending and summer is right around the corner. For some, an even more exciting milestone is occurring; graduation. Although graduation is a very exciting time, it can also come with A LOT of unknowns. This can also be said after the purchase of a new Human Capital Management (HCM) system. The inevitable step after graduation is to get a job and work. The inevitable step after purchasing a software is implementation. We all know sales people tend to promise the moon. https://www.youtube.com/watch?v=U_U4BBjC8tk.

Written by:  Norine Castle. Perhaps we all have a hobby, maybe remember one when we had more time or possibly dream of having one. In case you are not sure, a hobby is a regular activity that is done for enjoyment, typically during one’s leisure time. Sometimes when we think of work we may or may not relate it with enjoyment. As I think of regular activities and routine accomplishments I think of when I really enjoyed the people, projects and the solutions. Our scope of business we focus on people, process and technology. This past weekend I had the opportunity to hike. It was work.

Written by:  Erik Frokjer. So you’ve purchased that new HRIS system. Then the questions is, “What can you do to help your internal and vendor implementation teams be efficient and successful”? Let’s take a look at data and the impacts a four letter word can have on your system(s). Such a small word and what a power punch this word can have as it is a set of values of characters and numbers that can be processed, reported and analyzed providing information/knowledge, both historically and current. Data quality is affected by the way it is entered, stored and managed. HR Tables setup.

Written by:  May Huffer. In today’s technologically advanced society, a crucial function of HR is providing a platform for training and development…or LEARN. However, for someone looking to LEARN the various types of HR technologies available to assist in this responsibility, the marketplace can be a very confusing and overwhelming shopping experience. Not only is HR responsible for LEARNing which systems work best to help them execute training opportunities for their employees, HR needs to LEARN how to manage that entire process across the organization. Let’s look at LMS in more detail.

Written by:  Steve Glaser. The key to achieving client satisfaction and building long-term client relationships is starting off on the right path.  It is important that the foundation be laid in advance to ensure smooth processes.  Unfortunately certain issues can surface after a process has been activated for a period of time in a production environment. Over time, a poor onboarding process could hurt employee morale and productivity. Clear and Precise – Onboarding is a particularly bad time to deliver inconsistent information.